Talent Acquisition Partner
Confirmed on the employer's own hiring board on Oct 25, 2026. First seen by Alion on Sep 9, 2026. Payoneer scores B on the Alion truth index.
About Payoneer
Founded in 2005, Payoneer is the global financial platform that removes friction from doing business across borders, with a mission to connect the world’s underserved businesses to a rising global economy. We’re a community with over 2,500 colleagues all over the world, working to serve customers, and partners in over 190 countries and territories.
By taking the complexity out of the financial workflows-including everything from global payments and compliance to multi-currency and workforce management, to providing working capital and business intelligence-we give businesses the tools they need to work efficiently worldwide and grow with confidence.
Role summary
China is one of our fastest-growing and highest-impact regions. We are looking for a Talent Acquisition Partner for Asia Pacific, with primary focus in China, to join an extremely fast-growing global Fintech business. The ideal candidate will be comfortable in a fast-paced, multi-tasking, high energy environment.
Shanghai
Onsite
Full-time
What you’ll do
- Business / Regional Alignment: Understand the goals, structure, and talent needs of the specific region / function you are aligned with.
- Market Insights: Provide insights on talent trends, market conditions, salary benchmarks, and competitor hiring strategies, to influence talent planning.
- Job Requirement Gathering / Intake Session: Partner with hiring managers to develop comprehensive and on brand job descriptions, define qualifications required, and adverts for each role, ensuring they reflect the functional needs and company behaviours.
- Sourcing: Leverage various sourcing channels, including job boards, professional networks, LinkedIn, and industry events, to build and maintain a pipeline of qualified candidates in our ATS / CRM. All TA Partners will grow and develop their head hunting and direct sourcing skills of the passive candidate market as a priority.
- Screening and Selection: Conduct pre-screening interviews, assess candidate fit based on skill sets and cultural alignment, and manage the interview process in coordination with hiring managers.
- Offer Management: Negotiate job offers, ensuring alignment with market compensation, internal equity, and candidate expectations along with end of process virtual paperwork / background checks etc.
- Brand Advocacy: Represent the firm positively in the talent marketplace, promoting the organization’s culture, values, and opportunities + proactively support Hiring Manager to also be Social Advocates.
- Diversity and Inclusion: Ensure that recruitment practices attract diverse talent and support the creation of a more inclusive work environment.
- External Partnerships: Build relationships with industry groups, universities, and external talent communities to raise the firm's profile and engage with potential candidates.
- Collaborative Partnerships: Act as a trusted advisor to hiring managers and department leaders, guiding them through the recruitment process, providing weekly updates, and offering strategic insights.
- Candidate Experience: Ensure a seamless and positive experience for candidates, from initial contact through onboarding, maintaining professionalism and communication at all stages.
- Cross-Functional Communication: Collaborate with HR teams (compensation, learning and development, and HR business partners) to align hiring processes with organizational strategy.
- Recruitment Metrics: Track your own key metrics such as time-to-hire, quality of hire, agency usage and diversity etc. Regularly analyze and report these metrics to stakeholders to identify trends and improve processes.
- Process Improvement: Continuously evaluate the recruitment processes for efficiency and effectiveness, suggesting enhancements based on data and stakeholder feedback into the HR Ops team.
- Technology Utilization: Use our ATS (Greenhouse to ensure we have a single source of truth, use Greenhouse along with LinkedIn data analytics tools to streamline recruitment processes and enhance decision-making.
Who you are
- At least 5 years of recruitment and sourcing experience
- In-house recruitment experience and experience in working with multiple business stakeholders across different jurisdictions
- Strong business acumen with excellent stakeholder management skills and influencing skills both onsite and remotely
- Time management and prioritization skills to ensure assigned responsibilities are completed in the most efficient manner and within deadlines
- Ability to organize and has attention to detail in a fast-paced work and business environment
- Experience in standardizing, implementing and evaluating talent acquisition process and programs
- Can work autonomously, self-disciplined and resourceful
- Enjoy working in a dynamic and agile work environment
- Skilled with modern sourcing and selection techniques
- Successful track record of delivering on aggressive hiring goals
- Excellent verbal and written skills in English and Chinese
- Strong working knowledge of MS office
- Familiar with China talent landscape and recruitment requirements
#LI- SL1
The Payoneer Ways of Working
Act as our customer’s partner on the inside
Learning what they need and creating what will help them go further.
Do it. Own it.
Being fearlessly accountable in everything we do.
Continuously improve
Always striving for a higher standard than our last.
Build each other up
Helping each other grow, as professionals and people.
If this sounds like a business, a community, and a mission you want to be part of, apply today.
We are committed to providing a diverse and inclusive workplace. Payoneer is an equal opportunity employer, and all qualified applicants will receive consideration for employment no matter your race, color, ancestry, religion, sex, sexual orientation, gender identity, national origin, age, disability status, protected veteran status, or any other characteristic protected by law. If you require reasonable accommodation at any stage of the hiring process, please speak to the recruiter managing the role for any adjustments. Decisions about requests for reasonable accommodation are made on a case-by-case basis.